Therefore, we are committed to anti-racism in all that we do. In terms of where to turn for support, leaders should first promote employee assistance programs (EAPs), which can connect workers to counselors and help them navigate pressing issues such as nutrition, child and elder care, and even . In fact, the W.H.O. This means that we pledge to work against individual racism, interpersonal racism, and institutional racism in all their forms.Large and small employers across all industries are quickly adapting to changes brought on by COVID-19. found that 80% of workers with a mental health condition said that “shame and stigma prevent them from seeking treatment” — and that just 37% see their company’s leaders as “advocates for mental health at work.” Perhaps that is because only 14% of workers, according to an , have ever heard senior leaders discuss the importance of mental health, and even fewer (10%) have heard a leader speak about being personally affected.Today’s leaders no longer have a choice about whether or not to advocate for mental health. We continue to invite ideas from staff about ways to stay engaged, remain healthy, and reduce stress as we navigate the COVID-19 crisis.”“To support their people through the pandemic, EY enhanced an already comprehensive suite of offerings around emotional well-being. estimates that every $1 invested into “treatment for common mental disorders” will return $4 in improved health and productivity. “Changing the culture is a top-down process,” Kelly Greenwood and others wrote in the . Organizations may be aware that every employee has unproductive days, and each month, employees who are healthy (in this case, who do not suffer from mental health issues) tend to have four unproductive days. EAPs generally offer free and confidential assessments, short-term counseling, referrals, and follow-up services for employees. ” Whether employees work a few hours a day, or, on some days, not at all, Fried said they will still be paid their full-time salaries. from Stanford University.Opinions expressed by Forbes Contributors are their own.I write about organizational strategy, leadership development, and the future of workIn the age of coronavirus, many employees are juggling health concerns and mounting anxiety alongside their jobs and families, leaving them at grave risk for stress, loneliness, burnout, isolation, and depression. Although many organizations already have EAPs in place, the average utilization rate is a dismal : “[M]any companies don't spend enough time reminding employees” about EAPs, or clarifying they are “free of charge and completely confidential.” Thus leaders should strive to promote EAPs, as well as highlighting any mental health services that are covered by insurance. From mental health awareness campaigns to one-on-one counseling to meditation, here are seven companies who shared with us how they are supporting employee mental health during COVID-19:“Chevron has always been a strong advocate for mental and physical health and well-being support resources, especially during times of crisis. Mental Health America understands that racism undermines mental health. The program teaches employers and employees how to help a person with mental health or substance use issues get proper care. Dr. Jennifer Lanier Payne, associate director of psychiatry at John Hopkins, led a session on managing mental health during COVID-19, and employees heard from world renowned expert in alternative medicine, Deepak Chopra.“In May, our Neurodiversity Employee Resource Group will lead a conversation with “We are also featuring stories from employees who are sharing their experiences in the hopes of sparking important conversations. Our Employee Assistance and WorkLife Services program provides access to licensed counselors to help employees cope with fear, anxiety and other emotions or concerns they may have. As Alex Gourlay and Betsy Schwartz, both executives, wrote in before this pandemic even began: “Regardless of where the various stressors and sources may lie, the call for help needs to start with employers, to provide the programs, services, education and training necessary to demonstrate that employees being their single greatest asset isn't just a cliché.” Here are three ways leaders can support the mental well being of their employees during this pandemic and beyond. We have mobilized our internal network of mental health ambassadors to ensure all employees know they have that resource for support.
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